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Human resource Recruitment and Selction

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Rajan Neupane
Rajan Neupane

The document discusses recruitment and selection practices. It covers the goals of recruitment as attracting qualified applicants and discouraging unqualified ones. It also discusses constraints, diversity efforts, factors influencing recruitment, and the advantages and disadvantages of internal and external recruitment sources. Finally, it covers socializing and placing new hires, including purposes, processes, and considerations for developing socialization programs.

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Recruitment and Selection Practices
Recruitment • It is the first step of hiring process of employee. • It is the process of attracting individuals on a timely basis, in sufficient numbers and with appropriate qualifications, and encouraging them to apply for jobs with an organization. • It is a first contact of an organization with potential employees.
Goals of Recruitment Mainly there are two recruitment goals [A] To attract qualified applicants Recruiting process is used to create the pool of qualified applicants. qualified applicants are those applicants who are having abilities that are perfect match with the job requirements. [B] To discourage non qualified applicants Second goal of recruitment is to avoid nonqualified applicants. Recruiting is based upon careful designing of the job description and job specification most of the applicants having irrelevant qualifications are eliminated from the list of potential applicants which makes recruiting process more effective and easier.
Constraints of Recruitment Process • Image of the organization • Attractiveness of the job • Government Influence • Labour market Situation • Recruiting costs • Global issues
Diversity through Recruiting Efforts • To offset the momentum of past discrimination in employment, firms must resort to additional recruitment approaches. Affirmative Recruitment • A recruitment program that is designed to specifically attract women and minorities is referred to as affirmative recruitment. • To ensure that an organization's recruitment program is nondiscriminatory, the firm must analyze its recruitment procedures. • Each individual who engages in recruitment should be trained in the use of objective, job-related standards. • With few exceptions, jobs must be open to all individuals. • When placing job orders with employment agencies, an organization should emphasize its nondiscriminatory recruitment practices. • Organizations engaged in affirmative recruitment should develop contacts with minority, women's, and other community organizations.
Factors Influencing the Recruitment Efforts • Size of the organization : large or small • Type of position to be fulfilled: Higher or Lower • Employment Conditions in the community of the organizational location: favorable or unfavorable • Size of Labor Market: Large or Small • Effectiveness of the past efforts to locate and retain competent people • Turnover rate: high or low • Trend of organizational Growth: growing or decline 6
Philosophy of the Recruitment Major decision in performing the recruitment process is selection of sources from the available sources which are: • Internal Recruitment • External Recruitment.
• Internal Source • External Sources – Job Posting – Advertising – Employee Referrals – Employment Agencies – HRIS – Educational Institution – Hiring Employees: – Unsolicited Applicants second time around – Cyberspace Recruitment – Succession Planning – Professional Associations – Employee Referrals – Head Hunting – Internship 8
Advantages of Internal Recruitment: 1. Provides greater motivation for good performance. 2. Provides greater opportunities for present employees 3. Provides better opportunity to assess abilities 4. Improves morale and organizational loyalty 5. Enables employees to perform the new job with little lost time Disadvantages of Internal Recruitment: 1. Creates a narrowing thinking and stale ideas 2. Creates pressures to compete 3. Creates homogeneous workforce 4. Chances to miss good outside talent Requires strong management development programs specially to train for technology.
Advantages of External Recruitment: 1. Provides new ideas and new insights 2. Provides greater diversity and helps achieve EEO goals by making affirmative action easy 3. Provides opportunities to handle rapid growth if the organization 4. Opportunities to get people with up-to-date knowledge education and training Disadvantages of External Recruitment: 1. It is more expensive and time consuming 2. Destroys incentives of present employees to strive for promotion 3. More chances to commit hiring mistakes due to difficult applicant assessment that will lead to wastage of resources.
Alternative to Recruitment • Outsourcing • Contingent workers • Professional Employer Organization (Employee Leasing) • Overtime
Recruitment - An applicant Perspective • Applicant should be provided with necessary information regarding organization job, remuneration package etc. • If rejection is to be communicated it should be done with tactics.
Inducting and Placing New Hires Socialization: Teaching the corporate culture and philosophies about how to do business Assumptions about Socialization • Influences performance • Increases organizational stability • New members suffer anxiety • Does not occur in a vacuum Employee orientation programs provide new employees with the basic background information required to perform their jobs satisfactorily. The HR specialist usually performs the first part of the orientation by explaining basic matters, then introduces the new employee to his/her supervisor, who familiarizes the new employee with the workplace to help reduce first day jitters. • Welcome party • On job training etc.
Purposes of Socialization – The Employment Situation – Company Policies and Rules – Compensation and benefits – Corporate culture – Team membership – Job requirement – Dealing with the change
Socialization Process Outcomes Productivity Pre arrival Encounter Metamorphosis Commitment Turnover
Who is responsible for the orientation of new employee? – HRM Department – Supervisor – Peers – Organization Culture – CEO
Considerations in Developing a Socialization Programs Formal or Informal : what kind of Program – Formal: special attention, management involved in designing the program, recruit will learn in the way the management want them to, standard maintain – Informal: no special attention, directly put into work with other employees, learning depends upon whom the recruit selects as mentor Individual or collective: – Individual: new employee will be socialized individually, time taking and costly process, new recruits will fail to share their anxieties with others who are in similar circumstance – Collective: socialization will be in team, effective for large organization, new employees can share their feeling and come out with solution Fixed or variable Period: – Fixed Period: transition from outsider to insider is fixed, such as 9 months probation periods – Variable period: transition period is not fixed, basically applicable to managerial level
Considerations in Developing a Socialization Programs Serial or Disjunctive: who will guide them? – Serial: experienced organization member will guide the new employees, maintain the tradition, customs of the organization, minimizes change in the organization – Disjunctive: there will be no mentor to guide new employees, not burdened by traditions of the organization, more inventive and creative Investiture and Divestiture – Investiture: individuals are selected for what they can do to the organization, the organization doesn’t want them to change, provide greater freedom, basically for high level performance, socialization is to improve fit between candidates and the organization – Divestiture: new employees are given heavy work loads to instill new set of values, norms and attitudes, used when organization wants to produce similar kind of employees, e.g. police academy

More Related Content

Human resource Recruitment and Selction

  • 2. Recruitment • It is the first step of hiring process of employee. • It is the process of attracting individuals on a timely basis, in sufficient numbers and with appropriate qualifications, and encouraging them to apply for jobs with an organization. • It is a first contact of an organization with potential employees.
  • 3. Goals of Recruitment Mainly there are two recruitment goals [A] To attract qualified applicants Recruiting process is used to create the pool of qualified applicants. qualified applicants are those applicants who are having abilities that are perfect match with the job requirements. [B] To discourage non qualified applicants Second goal of recruitment is to avoid nonqualified applicants. Recruiting is based upon careful designing of the job description and job specification most of the applicants having irrelevant qualifications are eliminated from the list of potential applicants which makes recruiting process more effective and easier.
  • 4. Constraints of Recruitment Process • Image of the organization • Attractiveness of the job • Government Influence • Labour market Situation • Recruiting costs • Global issues
  • 5. Diversity through Recruiting Efforts • To offset the momentum of past discrimination in employment, firms must resort to additional recruitment approaches. Affirmative Recruitment • A recruitment program that is designed to specifically attract women and minorities is referred to as affirmative recruitment. • To ensure that an organization's recruitment program is nondiscriminatory, the firm must analyze its recruitment procedures. • Each individual who engages in recruitment should be trained in the use of objective, job-related standards. • With few exceptions, jobs must be open to all individuals. • When placing job orders with employment agencies, an organization should emphasize its nondiscriminatory recruitment practices. • Organizations engaged in affirmative recruitment should develop contacts with minority, women's, and other community organizations.
  • 6. Factors Influencing the Recruitment Efforts • Size of the organization : large or small • Type of position to be fulfilled: Higher or Lower • Employment Conditions in the community of the organizational location: favorable or unfavorable • Size of Labor Market: Large or Small • Effectiveness of the past efforts to locate and retain competent people • Turnover rate: high or low • Trend of organizational Growth: growing or decline 6
  • 7. Philosophy of the Recruitment Major decision in performing the recruitment process is selection of sources from the available sources which are: • Internal Recruitment • External Recruitment.
  • 8. • Internal Source • External Sources – Job Posting – Advertising – Employee Referrals – Employment Agencies – HRIS – Educational Institution – Hiring Employees: – Unsolicited Applicants second time around – Cyberspace Recruitment – Succession Planning – Professional Associations – Employee Referrals – Head Hunting – Internship 8
  • 9. Advantages of Internal Recruitment: 1. Provides greater motivation for good performance. 2. Provides greater opportunities for present employees 3. Provides better opportunity to assess abilities 4. Improves morale and organizational loyalty 5. Enables employees to perform the new job with little lost time Disadvantages of Internal Recruitment: 1. Creates a narrowing thinking and stale ideas 2. Creates pressures to compete 3. Creates homogeneous workforce 4. Chances to miss good outside talent Requires strong management development programs specially to train for technology.
  • 10. Advantages of External Recruitment: 1. Provides new ideas and new insights 2. Provides greater diversity and helps achieve EEO goals by making affirmative action easy 3. Provides opportunities to handle rapid growth if the organization 4. Opportunities to get people with up-to-date knowledge education and training Disadvantages of External Recruitment: 1. It is more expensive and time consuming 2. Destroys incentives of present employees to strive for promotion 3. More chances to commit hiring mistakes due to difficult applicant assessment that will lead to wastage of resources.
  • 11. Alternative to Recruitment • Outsourcing • Contingent workers • Professional Employer Organization (Employee Leasing) • Overtime
  • 12. Recruitment - An applicant Perspective • Applicant should be provided with necessary information regarding organization job, remuneration package etc. • If rejection is to be communicated it should be done with tactics.
  • 13. Inducting and Placing New Hires Socialization: Teaching the corporate culture and philosophies about how to do business Assumptions about Socialization • Influences performance • Increases organizational stability • New members suffer anxiety • Does not occur in a vacuum Employee orientation programs provide new employees with the basic background information required to perform their jobs satisfactorily. The HR specialist usually performs the first part of the orientation by explaining basic matters, then introduces the new employee to his/her supervisor, who familiarizes the new employee with the workplace to help reduce first day jitters. • Welcome party • On job training etc.
  • 14. Purposes of Socialization – The Employment Situation – Company Policies and Rules – Compensation and benefits – Corporate culture – Team membership – Job requirement – Dealing with the change
  • 15. Socialization Process Outcomes Productivity Pre arrival Encounter Metamorphosis Commitment Turnover
  • 16. Who is responsible for the orientation of new employee? – HRM Department – Supervisor – Peers – Organization Culture – CEO
  • 17. Considerations in Developing a Socialization Programs Formal or Informal : what kind of Program – Formal: special attention, management involved in designing the program, recruit will learn in the way the management want them to, standard maintain – Informal: no special attention, directly put into work with other employees, learning depends upon whom the recruit selects as mentor Individual or collective: – Individual: new employee will be socialized individually, time taking and costly process, new recruits will fail to share their anxieties with others who are in similar circumstance – Collective: socialization will be in team, effective for large organization, new employees can share their feeling and come out with solution Fixed or variable Period: – Fixed Period: transition from outsider to insider is fixed, such as 9 months probation periods – Variable period: transition period is not fixed, basically applicable to managerial level
  • 18. Considerations in Developing a Socialization Programs Serial or Disjunctive: who will guide them? – Serial: experienced organization member will guide the new employees, maintain the tradition, customs of the organization, minimizes change in the organization – Disjunctive: there will be no mentor to guide new employees, not burdened by traditions of the organization, more inventive and creative Investiture and Divestiture – Investiture: individuals are selected for what they can do to the organization, the organization doesn’t want them to change, provide greater freedom, basically for high level performance, socialization is to improve fit between candidates and the organization – Divestiture: new employees are given heavy work loads to instill new set of values, norms and attitudes, used when organization wants to produce similar kind of employees, e.g. police academy